Entries for the ‘Job Seekers’ Category

Harassment Investigations Q&A

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Protocall_Staffing

April 2017
Harassment Investigations
By HRisEasy.com

Question:

Do we need to investigate rumors of harassment even if no one has made a complaint?

Answer:

Yes, I recommend you investigate. A company always has some inherent liability in relation to discriminatory or harassing comments or behavior. The level of liability usually correlates to the nature, severity, and context of the comments, the position of the employee who made them, and what the employer does or does not do about it.

Since you have knowledge of a potential situation, I recommend you investigate the matter and take appropriate disciplinary action if it turns out your anti-harassment policy was violated. As you conduct the investigation, document the discussions you have as well as your findings, and reassure those you interview that their participation will not result in retaliation.

If you need additional guidance on conducting an investigation, please contact us at HRisEasy.com.

 


HRisEasy.com understands that your HR to-do list is never done; Let us check a few things off for you. In addition to live HR consulting, we offer an award-winning online Support Center packed with HR tools, documents, law updates, and more.

Creative Ways to Welcome a New Hire

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Protocall_Staffing

April 2017
Creative Ways to Welcome a New Hire
By Amanda Groves

Starting a new job can be a pretty stressful experience. You want it to go smoothly so that your new hire feels happy and welcomed, and settles into the position as quickly as possible. While onboarding can be an effective way of achieving this, it won’t work well if it’s boring or regimented. Let’s look beyond the usual checklists and documentation, training, and tours, to find other, more creative things you can do to help employees adjust to their new work environment successfully.

Get the timing right

A busy Monday morning isn’t always the best time to introduce a new hire to their colleagues. Consider starting them later in the week, or, if possible, on a Friday when everyone is more relaxed and can bond more easily. If there’s a team outing or night out planned, you could always invite the person to come along before they start on their first day. Informal meetings are great for getting to know people. Plus, being able to then walk into a new working environment and see a few familiar faces can be very reassuring.

Use the buddy system

There is always a lot to take in when you’re starting a new job, so pair your new hire with a buddy or mentor. Typically the buddy should be a more experienced staff member who doesn’t have a managerial relationship with your new employee. A buddy will be able to answer questions, provide support, and help establish rapport with other staff members. Remember, everyone needs a friend at work, even if it’s just to ask where the best places are to get lunch.

Set up their workspace

This isn’t just about making sure the new person has everything they might need to perform their job. Think outside the box to make them feel really welcome. That might mean creating a welcome pack that’s filled with items branded with the company logo. Everyone likes presents and with a little attention to detail you can make your new hire feel special and like they’re a valued part of the team.

Establish a tradition

Maybe it’s bringing in coffee and donuts every time someone new starts, or the team all going out for lunch together to a favorite spot. Food and conversation helps break down barriers and offers everyone a social break away from their work. If your company has happy hour, invite the new person along for a drink in their honor.

Give them something to do

If the day isn’t filled with training and onboarding activities, give your new hire some small tasks related to their role to get them started. The first day can leave new employees feeling that they haven’t achieved very much, so giving them work to do will ease them into the job. That way they can leave with a sense of accomplishment and with an eye toward what they will be working on next.

End the day with a chat

Before they leave for the day, ask new hires how they’re making out. How was their first day? Do they have any questions or concerns? Briefly outline what they can expect to be doing in the next week so they know what to expect or look forward to. Thanking them for coming on board and reassuring them that the first day can be a little overwhelming can go a long way toward making people feel comfortable and positive about their new role.

There are plenty of small, thoughtful things that can be easily integrated into the more formal aspects of the onboarding process to help make starting a new job smooth and easy.


 

Amanda Groves is the marketing manager at Jazz (www.jazzhr.com), the first performance recruiting platform. Jazz is on a mission to make recruiting and hiring easy, effective, and scalable no matter what growth looks like at your company. The Jazz Performer Platform doesn’t just help your company grow, it can help your recruiting process grow up, putting you on the path to hiring “Performers Only.”

Caring As A Competitive Weapon

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Protocall_Staffing

April 2017
By Ed Frauenheim and Shawn Murphy

 

 

A sense of belonging–even love–drives higher revenue, according to new Great Place to Work study.

Soft is hard-edged when it comes to business growth.

That’s a key takeaway from new research from Great Place to Work, conducted while creating the 2016 Best Small and Medium Workplaces list. This research showed that one of the strongest drivers of better-than-average revenue growth among smaller businesses is a caring community at work.

Caring ranked as more pivotal for growth than the usual suspects such as a clear business strategy, innovation activities, and competent leadership. So the caring-as-competitive-edge finding is striking. But it is not entirely surprising to the two of us co-authors, given a growing collection of data about the importance of psychological security, community, and a sense of belonging.

Indeed, the signs point to a future where the firms best poised to lay waste to rivals are the ones that best cultivate brotherly and sisterly love within their walls.

Great Place to Work conducted this research by looking at several hundred small and medium-sized companies, and examining more than 52,000 employee surveys.

The study sought the strongest drivers of revenue outperformance by looking at the relative impact of the 58 questions from Great Place to Work’s Trust Index© Employee Survey.

At the very top was “Management hires people who fit in well here,” followed closely by “People care about each other here.”

When employees in a high-trust culture experience a caring workplace, they are 44% more likely to work for a company with above-average revenue growth. It’s notable that hiring-for-fit is a slightly stronger driver of better revenue. That’s a signal that newcomers–especially jerks–can upset a close-knit, high-performing team. Other top 10 drivers paint a picture of a caring, collegial environment. They include “There is a ‘family’ or ‘team’ feeling here” and “You can count on people to cooperate.”

One caveat about the study is that all the companies studied are Great Place to Work-Certified. That means 7 of 10 of each companies’ employees gave them positive scores on the Trust Index Survey, indicating that staffers at these firms have a solid level of trust in management, camaraderie among themselves, and pride on the job.

It may be that companies with low or broken trust with management would not see that a more caring environment would spur stronger sales growth.

But the connection Great Place to Work found between a caring community and competitive success dovetails with other research.

Google, in its pursuit to understand what fuels high performance in teams, recently learned that psychological safety is the primary influence. Psychological safety helps team members feel comfortable sharing opposing ideas or presenting new ones. Central to psychological safety is the willingness to be vulnerable in front of others.

Or consider earlier studies by Roy Baumeister of Florida State University on links between the need to belong–a close cousin of caring–and behaviors important to team effectiveness. Baumeister found that people rejected by others show counter-productive behaviors such as aggressiveness, reluctance to help, lack of empathy, self-defeating behavior and even “temporary reductions in intelligent thought.”

Co-author Shawn Murphy highlighted the role caring and belonging in his book, The Optimistic Workplace. In interviews conducted by Murphy for his book, employees in high-caring work environments experienced higher levels of pride towards the company and their work product. What’s more, caring and a sense of belonging can contribute to greater fulfillment in life.

In one case, a mechanic from Luck Companies expressed how his life changed because of the positive work environment at the provider of building materials including crushed stone. Kelly, the mechanic, said he felt “needed” at Luck Companies. “I know that what I do actually does make a difference and does matter,” he said. “When I see that I aspire to do better, do more.” The environment at Luck is shaped by the care the company demonstrates in living up to its motto of “igniting human potential.”

In another company, BambooHR, the expression of care comes through in the start-up’s “anti-workaholic policy.” While it sounds cheeky, the intention behind the policy is rooted in concern for employees. BambooHR wants employees to have a life outside the organization. Employees who consistently work more than 40 hours a week take time away from family and friends. The policy helps employees find a healthier way to integrate their personal and professional lives.

Caring and belonging are “soft,” intangibles. Yet their impact on a business is very tangible. Businesses willing to look beyond the traditional, supposedly “hard” levers of revenue growth are likely to outperform those stuck using yesterday’s business knowledge.

Today it’s never been clearer: caring is a competitive weapon.

 


 

Ed Frauenheim is Director of Research and Content at Great Place to Work®. Ed provides insights into how Great Places to Work For All are better for business, better for people, and better for the world. He has spoken at more than 20 events, co-written two books and published articles in Fortune, Wired and the Seattle Times.

Shawn Murphy is author of The Optimistic Workplace and CEO of consulting firm Switch and Shift.

Searching for a Job in a Competitive Market

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rvlsoft/Bigstock.com

rvlsoft/Bigstock.com

With the job market more competitive than ever; searching for a new job can be completely overwhelming. This is why it’s essential for you to take advantage of some of the job-seeking tools available to you such as LinkedIn and your local recruiting firm. Used correctly, these tools can be extremely useful when  searching for your dream job.

LinkedIn

This is a professional social networking site. LinkedIn is currently the most powerful and effective site for networking. Networking no longer has to take place in-person. With LinkedIn you can build professional relationships with just a few keystrokes. You can connect with other professionals in your related field/industry or even reconnect with old colleagues. Also, you can follow different companies that you might be interested in working for. LinkedIn can help you stay up-to-date with what is going on in that organization and even what internal jobs are open.

LinkedIn is also a great for recruiters and employers to find out more about you. LinkedIn allows you to put your work experience, organizations you are involved in and any educational experiences/certifications. Recruiters frequently use LinkedIn as a way to stay up-to-date with potential candidates’ skills and qualifications. Just make sure you update your profile regularly to include your most recent experience!

Recruiting/Staffing Firms

Working with a recruiter is like working with a matchmaker. They make sure you are a perfect match for that organization. When it comes to the hiring process, recruiters can help you stand out among other applicants by highlighting your achievements and qualifications to the company’s hiring manager. It’s important to remember that today is a competitive job market and it moves quickly. Do not assume recruiters will have a job for you in that exact moment. It takes a few weeks to find a “perfect fit”. Finally, the key is to keep the recruiter up-to-date on your current qualifications and skills.

 

It’s Environmental Service Week! Thank You Protocall Group EVS Employees

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The Protocall Group’s healthcare staffing division, along with The Association for the Healthcare Environment (AHE) of the American Hospital Association (AHA), is celebrating National Environmental Services and Housekeeping Week this week September 11-17, 2016.

As an employer of Environmental Services (EVS) technicians in positions throughout South Jersey and Greater Philadelphia, The Protocall Group would like to thank each and every one of our valued staff for their dedication, professionalism and adhering to Joint Commission quality standards each and every day.

We thank you all and would like to recognize:

Carl Beaty, Anthony Bonet, Lauren Brown, Candace Calloway, Theresa Daniles, Kelvin Fleming, John Green, Arlita Hurst, Honest Kamara, Amy Lewis, Mardro McBurrows, Rodney McCaskill, Eugene Mcmillion, John Perry, Karl Rainey, Jeffrey Sansbury, Tatyana Simmons, Kevin Sims, Jonathan Smalls, Kadeem Steplight, Aaliyah Thomas, Burt Thomas, Dimitri Tolliver, Najee Underwood, Harold Williams and Dayana Young.

The environmental service worker maintains environmental and infection control standards within established policies and procedures of the healthcare facility they are assigned to. They perform a variety of general cleaning tasks to maintain patient rooms, offices, hallways and other assigned areas of the facility. They also distribute and track clean linens to user departments and maintain stock levels on nursing floors. The position follows standard practices and procedures and complies with regulatory requirements. However, as a Joint Commission Certified Healthcare Staffing Firm, our EVS employees adhere to the highest industry standards as put forth by our own reputation as well as The Joint Commission.

Zach Fazio, Vice-President of Healthcare Operations, states, “Our EVS employees are valued and they make a difference each and every day to assure that everyone that steps foot in a healthcare facility that we staff, can be assured of the highest quality of cleanliness and infection prevention.”

Click here to learn more about Environmental Services and Housekeeping Week.

 

The Protocall Group is a Joint Commission Certified Healthcare Staffing firm and a provider of nursing, allied health and environmental health services professionals. Doing business with a Joint Commission Certified Healthcare Staffing Company, ensures:

A Greater Level of Confidence… You can trust that the processes Protocall incorporates have met the rigorous requirements set forth by The Joint Commission.

Third Party Source of Information… Demonstrates our staffing firm’s commitment to providing quality services as measured against national third-party standards.

Highest Standards of Quality and Safety… Ensures that Protocall has met Joint Commission human resource standards for all placed clinical staff.

Labor Day – The History and Meaning Behind this National Holiday

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Bigstock/LoveGraphic

Bigstock/LoveGraphic

Labor Day, the first Monday of September, is typically associated with the end of the summer season, one last long weekend for BBQ’s.  But do you know what this national holiday actually means or know the history behind this celebration?

Labor Day was created by the labor movement in the late 19th century.  It began as an parade in New York City organized by union leaders.  At first the leaders worried that workers were hesitant to forego a day’s pay to participate in the rally, but over 10,000 people had taken part in the rally and festivities. 

Holding annual festivities to celebrate workers spread across the country.  However, Labor Day didn’t become a national holiday until a decade later. In 1887, Oregon was the first state to declare it a holiday, followed by New York, Massachusetts and Colorado.  In 1896, President Grover Cleveland declared the first Monday in September a national holiday.

Why a Monday?  One of the most influential labor unions was the Knights of Labor which is located in New York. The union leaders wanted the first demonstration to coincide with their annual conference which took place in early September.  The first Monday of September stuck after the third annual New York City Labor Day was scheduled on this day in 1884.

Did you know that there is a Labor Day and a May Day (International Workers’ Day)?  Both days are celebrated, but Labor Day is the official national holiday and May Day is unofficially celebrated on May 1.  International Workers’ Day arose out of what began as a peaceful demonstration in Chicago by protesters demanding an 8-hour work day. The demonstration turned violent when someone threw a bomb at the police killing one police officer and wounding several others. The police then began to fire into the crowd killing an undetermined number of people. This incident is known as the Haymarket Affair.  This event caused a crack down on labor groups.  Due to the violence associated with this day, President Grover Cleveland chose the September date to honor the American worker when declaring the national holiday.

Labor Day does have quite a storied past, therefore it is not just ANY day off from work. It is a day to honor the social and economic achievements of American workers. It is a tribute to the contributions workers have made to the strength, prosperity and well-being of our country.  

Why is it important to know the history of Labor Day?  Sometimes, we just need a reminder of the benefits and rights that our fellow Americans fought for in the past for us and for future generations.  As a staffing company in the business of workers for 50 years, we feel this is of great importance!

Happy Labor Day!

Politics in the Workplace – Brace Yourself!

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This year is moving right along as we make our way towards the Fall season!  While kids and teachers prepare to return back to school, others are trying to get in the last days of summer vacations or lining up a job as some make plans to return to the workforce after raising children.

Along with the approach of the Fall months, comes the reality of continued exposure to more politics as the months start to tick by for the November 8th presidential election.

Check out an article in Labor & Industrial Insights Magazine, which examines how to best handle rising political debates, as we grow closer to what promises to be a heated presidential election. In this article, by Dean Lombardo, he discusses the guidance that HR departments can offer their management teams and employees toward keeping the peace during the inevitable political discussions in both a physical and remote workplace setting.

In addition to any policies your organization may have in its employee handbook, it’s important for HR professionals, executives, managers and employees to remember five important guidelines:

  • Know the law
  • Set the tone and be respectful
  • Balance free expression with productivity
  • Use even-handed enforcement
  • Allow the HR department to resolve any issues

What’s the Difference Between a Curriculum Vitae and a Resume?

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Bigstock/BarnieBoogles

Bigstock/BarnieBoogles

You’re in the midst of a job search.   You have a résumé, but you have heard this term Curriculum Vitae (CV) and you wonder if you need a CV instead of or in combination with your résumé.  Information on these two documents, as detailed by the Co-operative Education Program and Career Services Department of the University of Victoria, should help you understand the difference between them  and help you decide what you need for the type of work you are seeking.

A Curriculum Vitae (CV) is a more comprehensive document that details ALL  of your past education, experiences, and expertise, including public presentations, academic writing and professional development.  CVs are focused on academic work with an emphasis on research and teaching.   A curriculum vitae should be used when you want to highlight your background prior to a presentation, when you are applying for work and/or contracts in the academic field,  in advanced research, or in fine arts.

A Résumé summarizes your education, experiences and skills. It’s designed to introduce you to an employer and highlight your qualifications for a specific job or type of work.  A résumé should be used when applying for work, attending job/career fairs, applying for graduate programs, internships, scholarships and networking with potential employers.

Both are used to encourage an employer to consider you as an employee, a candidate for further study or the right fit for a contract, however, the key differences are:

  • CVs are focused on academic work with an emphasis on research and teaching while résumés are focused on non-academic work with an emphasis on related competencies (skills, knowledge and attributes).
  • CVs intend to deliver comprehensive information while résumés aim to summarize key information.
  • CVs are often long – containing anywhere from 5 to 20 pages.  Résumés are generally 1 to 2 pages at the most.

For tips on how to write a Curriculum Vitae (CV) see the following websites:

For tips on how to write a Resume see the following websites:

Job Seekers’ Resources for Finding and Getting the Perfect Job

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Bigstock/rowpixel.com

Bigstock/rowpixel.com

Everyone at some point in their lives finds themselves looking for a job or deciding on what career to choose.  Whether you are a recent college graduate, you have been laid off from your job, a mom trying to get back into the workforce or you are thinking about a career change, the job search journey can be frightening and overwhelming.

Have no fear, there are resources out there to help you navigate the road to a successful career, including registering with a staffing and recruitment agency such as The Protocall Group.

If you are not sure what career is right for you or will match your skill set, visit the Bureau of Labor Statistics website to gather some helpful information.

They have a variety of links to several areas of career exploration.  For example, they have a link to the Operational Outlook Handbook where you can read about the nature of the work, education and training requirements, advancement opportunities, employment, salary, and ten-year job outlook for hundreds of occupations.

The Bureau also provides:

Another helpful career planning website is CareerOneStop, the one stop source for career exploration, training and jobs.  This site provides several tabs for a variety of job seekers such as:

  • Career Changer
  • Veteran
  • Laid-off Worker
  • Entry-Level Worker
  • Older Worker
  • Worker with Disabilities

Once you have found the career path or the perfect job to fit your skill set, now you have to land that interview.  Here are two sites to help you with writing your CV and your resume.

Ultimate Guide To Building Your CV

How to Write A Resume

You can also visit The Protocall Group website Career Resources page, which provides helpful information on several career management topics such as:

  • Managing Your Career
  • Resume Writing Tips
  • Interviewing Tips
  • Social Media & Your Job Search
  • How to Maximize Your Job Hunt
  • On The Job Tips
  • Work-Life Balance
  • Personal Success
  • Personal Branding

Registering with a staffing agency, such as The Protocall Group, is free and once registered, a team of recruiters will work with you and help find you employment with their large database of client companies.  Many of these positions are direct hire or are on a temp-to-hire basis.

Whatever career journey you are on, these sites have a plethora of information and tips that will help you navigate your way to a satisfying position.  Good luck!

Is It Getting Hot in Here? How to Diffuse Office Turmoil

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BigStock - Wavebreak Media Ltd

BigStock – Wavebreak Media Ltd

Usually I run from office turmoil, unless I think I can fix the problem, then I seem attracted to it.  There is no middle ground with me.  However I do notice a pattern with office turmoil.

No one listens

Turmoil usually has an air of tension surrounding it. I notice when people are tense they have a tendency to not listen to the other person.

Most people just want to be heard. So stop talking over someone and listen to their point of view. You can usually find some common ground.

Territory

Many office issues seem to be “territorial” in nature. Someone does not want you in their business or they are too busy being in someone else’s business.

Find a way to help people understand what the bigger goal is. Then, suggest how their special business talents can contribute to that goal. This conversation can help set people back on track.

Feelings…nothing more than feelings

Feelings seem to have a lot to do with office turmoil. Who feels slighted, undervalued, isolated or overburdened. A person’s perception is their reality. It’s important to understand how the other person is interpreting the situation. Then you can talk about it honestly.

Check your attitude – This is the most important skill to possess

I try to surround myself with positive people.  If you are in a leadership role, it’s very important to promote and display a positive attitude. People tend to behave in ways that are tolerated. Negative attitudes should not be something a team tolerates. Those who are negative or gossipy need an audience. News flash…they LOVE turmoil!  If you are not willing to listen to gossip or negative talk, the offender eventually stops the negative behavior because they have no audience. Turmoil subsides. Ahhh it’s a beautiful thing…HARMONY IN THE WORKPLACE.